national hr report march 2016 - hse.ie · 2016. 4. 5. · diversity, equality and inclusion was...

Data available as at 29th

March, 2016

PRIORITY 1 LEADERSHIP & CULTURE

National HR Report

HSE National HR DirectorateLead

March, 2016

LEADERSHIP & CULTURE

National HR Report

March 2016

HSE National HR Directorate Leaders in People Services


March, 2016

HR Future Leaders update (

In supporting the implementation of the People Strategy 2015

leadership programme was advertised on the 14

two HR Future Leaders programmes

31st

March and 1st

April. The focus for Module 3 was on Political Intelligence, HR Project

Implementation & Confident Decision Making.

Succession Management Development Programme (

Feedback to the participants of the second CHO 9 Succession Management, Management

Development Centre was held

March and the 18th

April. The two CHO 9 groups will be integrated for the purposes of the

Action Learning Set component of the programme. The sets will be externally facilitated with a

focus on each individual feedback report outcomes and project recommendations. An

evaluation of the programme effectiveness will be available at the latter part of Quarter 2 2016.

PRIORITY 1 LEADERSHIP & CULTURE

March, 2016

Leaders update (Priority Action 1.7.2)

In supporting the implementation of the People Strategy 2015 – 2018 a 3

ogramme was advertised on the 14th

March closing date of 28

eaders programmes shared learning when their 3 module was combined on the


Implementation & Confident Decision Making.

Succession Management Development Programme (Priority Action 1.7.2)


as held on the 22nd

March. Individual feedback will take place on the 30




luation of the programme effectiveness will be available at the latter part of Quarter 2 2016.

LEADERSHIP & CULTURE

2018 a 3rd

Future Leaders

March closing date of 28th

March. The first

shared learning when their 3 module was combined on the



March. Individual feedback will take place on the 30th




luation of the programme effectiveness will be available at the latter part of Quarter 2 2016.


March, 2016

Health Business Services commenced their Leadership Programme on 23

particip

Development of Staff Engagement Strategy working across divisions and delivery units

(Priority Action 2.1)

We have continued to engage with senior stakeholders, collecting data on current staff

engagement approaches / initiatives. We have collated list of all staff engagement

projects at corporate level for circulation across divisions to inform planning, share learning and

encourage more collaborative working.

International Women’s Day

An employee engagement event was held on 8

Day, organised by the Diversity, Equality and Inclusion function in HR and supported by the

Director General and the National Director of HR. Attendees were invited from each CHO,

Hospital Group, Corporate Service pillar and

requested nominations from different staff groupings, grades and ages, with the intention of

having the most diverse possible group of attendees. Feedback suggests that it was a positively

received form of employee engagement. The balance of speakers, a panel discussion, and

engagement component seeking feedback from participants on forming the agenda for

diversity, equality and inclusion was deemed by participants to work well.

HR Twitter (Priority Action 2

For most up todate HR News and

(@HSE_HR) – twitter.

HR Newsletter (Priority Action 2.3.1

The second HR Newsletter issued whilst the

2016.

Dress Code and Uniform Policy

The Dress Code and Uniform sub

have developed a draft policy that is now at consultation stage. To date, feedback has been

received from over twenty groups or individuals representing different

national infection control specialists, the Chaplaincy and Interfaith and non

National Director Quality Improvement Division, Director of the National Ambulance Service,

amongst others. This will be followed by form

Procedures forum.

PRIORITY 2 STAFF ENGAGEMENT

March, 2016

commenced their Leadership Programme on 23

Engagement Strategy working across divisions and delivery units


engagement approaches / initiatives. We have collated list of all staff engagement


encourage more collaborative working.

International Women’s Day (Action 2.1, Action 2.9)

An employee engagement event was held on 8th

March 2016 to mark International Women’s



Hospital Group, Corporate Service pillar and Directorate. The communication to the system



ployee engagement. The balance of speakers, a panel discussion, and


diversity, equality and inclusion was deemed by participants to work well.

Priority Action 2.3)

For most up todate HR News and People Strategy developments, please feel free to follow us on

Priority Action 2.3.1)

second HR Newsletter issued whilst the next edition of the HR Newsletter will issue in May

Dress Code and Uniform Policy (Priority Action 2.9, Action 8.8)

The Dress Code and Uniform sub-group of the Diversity, Equality and Inclusion Steering Group


received from over twenty groups or individuals representing different functions, including the

national infection control specialists, the Chaplaincy and Interfaith and non


amongst others. This will be followed by formal union consultation in the NJIC Policies and

STAFF ENGAGEMENT

commenced their Leadership Programme on 23rd

March with 24

Engagement Strategy working across divisions and delivery units


engagement approaches / initiatives. We have collated list of all staff engagement related


to mark International Women’s



Directorate. The communication to the system



ployee engagement. The balance of speakers, a panel discussion, and


developments, please feel free to follow us on

e HR Newsletter will issue in May

group of the Diversity, Equality and Inclusion Steering Group


functions, including the

national infection control specialists, the Chaplaincy and Interfaith and non-faith group,


al union consultation in the NJIC Policies and


March, 2016

HSE Disability Census 2015 (

Equality, Diversity and Inclusion: HSE Disability Census 2015 and HSE Action Plan to Promote

the Employment of Persons with a Disability

As part of the People Strategy 2015

roll- out of changes required across the organisation. Actions 2.3, 2.4, 2.4.1 and action 2.9

specifically promote diversity, equality and inclusion across

perspectives, depth of experience and the strengths and potential of individuals and teams.

The Disability Act 2005 imposes specific legal obligations on the HSE to promote and support

the employment of people with a disabilit

HSE Disability Census 2015

The annual HSE Disability Census commenced on 18th March. The co

employees with the Census is very important as every completed Census form will be counted

as part of the HSE’s total return to the Department of Health. The survey (and FAQ document)

has been distributed electronically via the email broadcast facility. Managers have been

formally notified of their responsibility to promote awareness of the Census and e

employees to participate.

Under the Disability Act, 2005 the HSE is legally required to report, on an annual basis, to the

Department of Health and the National Disability Authority (NDA), on the number and

percentage of HSE employees with

obligations on public service bodies to employ people with disabilities. This Act requires the

HSE to take all reasonable measures to promote and support the employment of people with

disabilities and requires that at least 3% of employees must be people with disabilities. The 3%

target for the employment of people with disabilities in the public service is a positive action

measure designed to ensure that public service employers are proactive in

employment and career opportunities for persons with a disability.

HSE Action Plan

For 2016, the HSE is required by the NDA to develop an Action Plan with specific targets and

timeframes to progressively increase the proportion of staff with di

statutory target. This Action Plan must be agreed with the NDA. The NDA has outlined specific

elements for inclusion in the HSE’s Action Plan and these are now under consideration. In order

to progress this Action Plan, a worki

has been established and is chaired by Siobhan Patten, National HR Lead: Diversity, Equality and

Inclusion.

First meeting of revised Disability Action Group (

The first meeting of the Disability Action Planning Group was held on 21

representation sought from each of the CHOs and Hospital Groups, each Directorate and

corporate service. In addition, the HSE Equality Officers, disability specialists a

March, 2016

HSE Disability Census 2015 (Priority Action 2.9)


the Employment of Persons with a Disability

As part of the People Strategy 2015-2018, staff engagement actions are central to the effective

out of changes required across the organisation. Actions 2.3, 2.4, 2.4.1 and action 2.9

specifically promote diversity, equality and inclusion across the system valuing different



the employment of people with a disability. Two initiatives are currently underway:

The annual HSE Disability Census commenced on 18th March. The co


the HSE’s total return to the Department of Health. The survey (and FAQ document)


formally notified of their responsibility to promote awareness of the Census and e



percentage of HSE employees with disabilities. The Disability Act 2005 places significant



and requires that at least 3% of employees must be people with disabilities. The 3%


measure designed to ensure that public service employers are proactive in

employment and career opportunities for persons with a disability.


timeframes to progressively increase the proportion of staff with disabilities to meet the 3%



to progress this Action Plan, a working group comprising representatives from each Directorate


Disability Action Group (Priority Action 2.9, Action 2.13

irst meeting of the Disability Action Planning Group was held on 21


corporate service. In addition, the HSE Equality Officers, disability specialists a


2018, staff engagement actions are central to the effective

out of changes required across the organisation. Actions 2.3, 2.4, 2.4.1 and action 2.9

the system valuing different



y. Two initiatives are currently underway:

The annual HSE Disability Census commenced on 18th March. The co-operation of all


the HSE’s total return to the Department of Health. The survey (and FAQ document)


formally notified of their responsibility to promote awareness of the Census and encourage all



disabilities. The Disability Act 2005 places significant



and requires that at least 3% of employees must be people with disabilities. The 3%


measure designed to ensure that public service employers are proactive in providing


sabilities to meet the 3%



ng group comprising representatives from each Directorate


Action 2.9, Action 2.13)

irst meeting of the Disability Action Planning Group was held on 21st

March 2016 with


corporate service. In addition, the HSE Equality Officers, disability specialists and the


March, 2016

Confidential Recipient, Leigh Gath were part of the group. Agreement was reached on re

commitment of working towards the target of improving both the number of employees with a

disability we employ, working to raise awareness of various forms of di

towards a culture shift in attitudes towards employing persons with a disability. The group will

also examine how the data in relation to people with disabilities is gathered within the

organisation. The group will meet three time pe

Plan for employees.

Diversity, Equality and Inclusion messages incorporated into Induction materials

Action 2.9)

Diversity, Equality and Inclusion statement now included in Induction materials.

stage of examining how DEI messages can be incorporated into all corporate training events.

Update on National Vetting Bureau Act 2012: Retr

The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 is scheduled to be

commenced on 29th April 2016. This Act will inter alia provide a legislative basis for the vetting

of persons who seek positions of employment relating to children o

Section 21 of the Act provides for the retrospective vetting of existing employees who have not

previously been vetted and who are carrying out “relevant work” i.e. a necessary and regular

part of the duties of the position consists

with, children or vulnerable adults.

The Department of Justice and Equality have confirmed that all sections of the 2012 Act, except

for Section 20 (Re-vetting), will be commenced together. Section 20

re-vetting of employees previously vetted for their current position following the expiry of a

specified period (to be prescribed by the Minister for Justice and Equality).

Section 21 (Retrospective Vetting) can be relied up

law but will be given a specific timeframe (expected to be31st December 2017) to allow this

process to be completed. The Department of Justice and Equality will make regulations

following commencement of the Act

completed.

The health sector currently operates on a voluntary basis a Garda vetting procedure for existing

employees (which was implemented in 2012). When the Act comes into operation, health

service employers will be required to ensure that employees whose positions fall within the

scope of section 21 of the Act undergo vetting (if they have not previously done so) within the

timeframe which will be set out in the Department of Justice and Equ

Health service management have been requested to continue the process of identifying those

employees who have not previously been vetted and whose positions come within the scope of

section 21 of the Act i.e. who carry out “relevant work

March, 2016

Confidential Recipient, Leigh Gath were part of the group. Agreement was reached on re


disability we employ, working to raise awareness of various forms of disability and working



organisation. The group will meet three time per year, and will support the Disability Action

Diversity, Equality and Inclusion messages incorporated into Induction materials

Diversity, Equality and Inclusion statement now included in Induction materials.


Update on National Vetting Bureau Act 2012: Retrospective Vetting of Employees



of persons who seek positions of employment relating to children or vulnerable persons.



part of the duties of the position consists mainly of the employee having access to, or contact

with, children or vulnerable adults.


vetting), will be commenced together. Section 20 of the Act provides for the

vetting of employees previously vetted for their current position following the expiry of a

specified period (to be prescribed by the Minister for Justice and Equality).

Section 21 (Retrospective Vetting) can be relied upon by employers when the Act is signed into



following commencement of the Act setting out the date by which retrospective vetting must be





timeframe which will be set out in the Department of Justice and Equality Regulations.



section 21 of the Act i.e. who carry out “relevant work” as defined by the Act i.e. a necessary

Confidential Recipient, Leigh Gath were part of the group. Agreement was reached on re-


sability and working



r year, and will support the Disability Action

Diversity, Equality and Inclusion messages incorporated into Induction materials (Priority

Diversity, Equality and Inclusion statement now included in Induction materials. This is the first


ospective Vetting of Employees



r vulnerable persons.



mainly of the employee having access to, or contact


of the Act provides for the

vetting of employees previously vetted for their current position following the expiry of a

on by employers when the Act is signed into



setting out the date by which retrospective vetting must be





ality Regulations.



” as defined by the Act i.e. a necessary


March, 2016

and regular part of the duties of the position consists mainly of the employee having access to,

or contact with, children or vulnerable persons.

Health & Safety Update (Priority Action 2.12 to 2.14

National Health & Safety Function

Information and

Advisory Team

Staff Safety and

Wellbeing Website

Helpdesk

Stress Management

Seminars

Other

Policy Team National Policy

development

Management of Work

Related Aggression

Violence Project

National HSE PPPG

Project Group

National Health and

Safety Function(Training

Programmes)

March, 2016


or contact with, children or vulnerable persons.

Priority Action 2.12 to 2.14)

th & Safety Function

Staff Safety and

Wellbeing Website

• Health & Safety website layout reviewed to make

information more easily accessible to the end user, layout

changes due for implementation in Q3/2016.

• FAQ added on Sensitive risk group and young persons and

Safety Alert issued to support the new Health & Safety

Authority Correspondence reporting process.

• The number of helpdesk queries saw a significant increase

for the month of February 2016, rising to 86.

• Helpdesk LANDesk - commenced with a completion date of

11th

April 2016.

• Communication plan underway.

Stress Management • Stress information seminars continue. Cork seminar

completed with 115 attendees.

• Involved in development of guidance documents for the

Physical Activities Group.

• Identified a pathway for the distribution of Health and

Safety Alerts throughout the organisation. Consultation

process underway with the National Medical Device

Equipment Office.

National Policy

development

• In line with the National Health and Safety Policy Team

Work Plan 2016, progressed with the review of the

following PPPG’s:

o HSE National Manual Handling and People Handling

Policy

o HSE Guideline for Developing a Biological Agents

Risk Assessment for Healthcare Sector

o HSE Policy on the Prevention and Management of

Latex Allergies

Management of Work

Related Aggression and

Violence Project

• In conjunction with the National Health and Safety Training

Team, commenced the development of a Framework for

the Management of Work Related Aggression and Violence.

• HSE/DKIT Steering group met with National HR to discuss

the Management of Work Related Aggression and Violence

National HSE PPPG

Project Group

• Participated as the HR nominee on National HSE Project

Group to develop a National HSE PPPG Framework.

National Health and

Safety Function(Training

Programmes)

• Actively participated and contributed to the development of

E-Learning Senior Manager’s Health and Safety Awareness

Programme.

• Actively participated and contributed to the development of


Health & Safety website layout reviewed to make

information more easily accessible to the end user, layout

changes due for implementation in Q3/2016.

FAQ added on Sensitive risk group and young persons and

Safety Alert issued to support the new Health & Safety

Authority Correspondence reporting process.

The number of helpdesk queries saw a significant increase

for the month of February 2016, rising to 86.

commenced with a completion date of

Communication plan underway.

Stress information seminars continue. Cork seminar

completed with 115 attendees.

Involved in development of guidance documents for the

Identified a pathway for the distribution of Health and

e organisation. Consultation

process underway with the National Medical Device

In line with the National Health and Safety Policy Team

Work Plan 2016, progressed with the review of the

HSE National Manual Handling and People Handling

HSE Guideline for Developing a Biological Agents

Risk Assessment for Healthcare Sector

HSE Policy on the Prevention and Management of

In conjunction with the National Health and Safety Training

Team, commenced the development of a Framework for

the Management of Work Related Aggression and Violence.

HSE/DKIT Steering group met with National HR to discuss

ent of Work Related Aggression and Violence

Participated as the HR nominee on National HSE Project

Group to develop a National HSE PPPG Framework.

Actively participated and contributed to the development of

Senior Manager’s Health and Safety Awareness



March, 2016

Dangerous Goods

Programme

Healthcare Skills Award

QQI Level 5

Audit and

Inspection Team

Auditing

Training

NIMS

Training Team Development of

Training Programmes

Training Providers

Learning Management

System

March, 2016

HSE Risk Assessment Training

• Actively participated and contributed

the Health and Safety Management in Healthcare (Training

Programmes for Senior Managers)

Dangerous Goods

Programme

• With regard to the appointment of Dangerous Goods Safety

Advisors and the National Strategic Dangerous Goods

Advisor, finalised the specification and tender response

documentation in conjunction with the Office of

Government Procurement (OGP)

Healthcare Skills Award

• Provided support as Module Leader.

• Work has begun to identify contact people in CHO areas.

• Level 1 auditing of National HR office and AND offices

nationwide commenced in support of ETP process.

• Work continues on National Level 1 Audit Programme.

Arrangements made to commence auditing i

West and RCSI group to commence in Q2 2016.

• Review of Work Plan for People Strategy and KPI’s for Audit

and Inspection Team has begun.

• A series of ten Risk Assessment Training Courses was

commenced in Limerick Group March/April 2016. Absence

of training identified on Level 1 audits carried out in the

Limerick Group. Q4 2015.

• Work ongoing to develop information/guidance documents

for Managers when completing employee related

accidents/incidents/near misses.

Development of

Training Programmes

• Ongoing development of National Training Brochure and

Schedule 2016. Training brochure currently being amended

to take account of feedback.

• Commenced sub-group to review training in area of

Violence and Aggression. Development Project Plan in

place.

• Met OGP re: HSE specific framework of Health and Safety

trainers.

• Developing Training Needs Matrix and Guidelines. Further

development of Training Needs Matrix required. Updated

version of Training Matrix now complete.

Training Providers • Review of delivery of training arrangements with HSE

employees currently ongoing

Follow up with Performance and Development.

Learning Management • Work ongoing by sub-group on Managing Health and Safety

in Healthcare setting. Currently out to sub

comments.

• Reviewed Curriculum Plan and Proposal document and fed

back to HSELanD to progress. Meeting scheduled for 11

March with NHSF and HSElanD.

• Trialled delivery of Risk Assessment course by Lync

completed on 9th

February.

HSE Risk Assessment Training


the Health and Safety Management in Healthcare (Training

Programmes for Senior Managers)

With regard to the appointment of Dangerous Goods Safety

Advisors and the National Strategic Dangerous Goods

, finalised the specification and tender response

documentation in conjunction with the Office of

Government Procurement (OGP)

Provided support as Module Leader.

Work has begun to identify contact people in CHO areas.

Level 1 auditing of National HR office and AND offices

nationwide commenced in support of ETP process.

Work continues on National Level 1 Audit Programme.

Arrangements made to commence auditing in South/South

West and RCSI group to commence in Q2 2016.

Review of Work Plan for People Strategy and KPI’s for Audit

and Inspection Team has begun.

A series of ten Risk Assessment Training Courses was

commenced in Limerick Group March/April 2016. Absence

of training identified on Level 1 audits carried out in the

Work ongoing to develop information/guidance documents

for Managers when completing employee related

accidents/incidents/near misses.

Ongoing development of National Training Brochure and

aining brochure currently being amended

group to review training in area of

Violence and Aggression. Development Project Plan in

Met OGP re: HSE specific framework of Health and Safety

Developing Training Needs Matrix and Guidelines. Further

development of Training Needs Matrix required. Updated

version of Training Matrix now complete.

Review of delivery of training arrangements with HSE

from a national perspective.

Follow up with Performance and Development.

group on Managing Health and Safety

in Healthcare setting. Currently out to sub-group for final

Plan and Proposal document and fed

back to HSELanD to progress. Meeting scheduled for 11th

March with NHSF and HSElanD.

Trialled delivery of Risk Assessment course by Lync


March, 2016

Staffing

Other National Health &

Safety Work Plan 2016

Performance Coaching

Health Service Excellence Awards (

The presentation ceremony for the Awards

Staff Survey (Priority Action 2.2

We have commenced preparation for our second staff survey

Procurement and Communications, currently collecting information on learning from previous

survey to inform improved design and delivery of 2016 survey.

March, 2016

• Processing the appointment of two Grade III’s.

National Health &

Safety Work Plan 2016

• In line with National H&S Function requirements, all Teams

have commenced the development of the Health and

Safety Work Plan for 2016

Performance Coaching • Commenced implementation within the National Health and

Safety Function

Health Service Excellence Awards (Priority Action 2.13.1)

presentation ceremony for the Awards will take place on Wednesday, 27


We have commenced preparation for our second staff survey – commenced discussions with


survey to inform improved design and delivery of 2016 survey.

Processing the appointment of two Grade III’s.

In line with National H&S Function requirements, all Teams

have commenced the development of the Health and

Commenced implementation within the National Health and

27th

April, 2016.

commenced discussions with



March, 2016

Alignment of former Performance and Development into a single consolidated function


Leads have been identified from each of the former 4 regions and work has commenced

alignment L,E.D. learning and development offering to the People Strategy 2015

team event is proposed for May 2016. A key

Managers have commenced adapting their service catchment areas to support the new CHO

Structures and Hospital Groups.

HR Masterclasses 2016 (Priority Action 3.8.2

Dr. Michael Leiter will host a Masterclass on 14

Avoiding Burnout” Workplace. Based on the feedback to

to host some of the HR masterclasses outside Dublin. In response to this the event will take

place at Mullingar Park Hotel, Mullingar.

Coaching and Mentoring (Priority Action 3.14)

The coaching and Mentoring Governance Group was established in January with each lead from

the former regions. The aim is to bring all of the Area Coaching leads together

existing coaching practices and ultimate

delivered to the highest quality standards. The group will examine current coaching standards;

specifically professional accreditation;

similar levels of access to coaching supports nationally. The recently revised guidelines will be

further improved to demonstrate good practice. A Governance Framework Subgroup was

formed in March and will report back to the national group in April with a new draft co

governance framework for all HSE Services.

HSEland (Priority Action 3.18

HSELanD continues to develop new and innovative online teaching methodologies making

increased use of Video-Based

in conjunction with current classroom teaching. The HSELanD team will support the roll

Performance Achievement by developing e

NDTP awards Dr Richard Steevens’ Scholarships

NDTP have awarding of four scholarships and

Programme for 2016. Since th

HSE in 2007, trainees with

opportunity to undertake a clinical fellowship abroad in an area of practice where specialist

training is either limited or unavailable in Ireland

PRIORITY 3 LEARNING & DEVELOPMENT

March, 2016



alignment L,E.D. learning and development offering to the People Strategy 2015

team event is proposed for May 2016. A key priority is to ensure that former


Structures and Hospital Groups.

(Priority Action 3.8.2)

Dr. Michael Leiter will host a Masterclass on 14th

April on “Engagement

Workplace. Based on the feedback to-date there is overwhelming request


Mullingar Park Hotel, Mullingar.



the former regions. The aim is to bring all of the Area Coaching leads together

existing coaching practices and ultimately ensure that we have a service that is consistent and


ly professional accreditation; coach supervision; the development of materials

ls of access to coaching supports nationally. The recently revised guidelines will be


formed in March and will report back to the national group in April with a new draft co

governance framework for all HSE Services.

Priority Action 3.18, 8.19)


Based-Learning, massively contributing to blended learning

in conjunction with current classroom teaching. The HSELanD team will support the roll

Performance Achievement by developing e-supports for line managers and staff.

NDTP awards Dr Richard Steevens’ Scholarships (Priority Action 3.5, 3.13, 3.16, 4.4, 7.12)

awarding of four scholarships and two bursaries under the Dr Steevens’ Scholarships

Since the establishment of Dr Steevens’ Scholarship programme by the

trainees with a strong track record in clinical practice have been given the

a clinical fellowship abroad in an area of practice where specialist

training is either limited or unavailable in Ireland. This has enabled a cohort of

LEARNING & DEVELOPMENT



alignment L,E.D. learning and development offering to the People Strategy 2015 – 2018. A full

priority is to ensure that former Area LED


Engagement – Resilience and

date there is overwhelming request



the former regions. The aim is to bring all of the Area Coaching leads together, to review

ly ensure that we have a service that is consistent and


; the development of materials and

ls of access to coaching supports nationally. The recently revised guidelines will be


formed in March and will report back to the national group in April with a new draft coaching


Learning, massively contributing to blended learning approaches

in conjunction with current classroom teaching. The HSELanD team will support the roll-out of

supports for line managers and staff.

(Priority Action 3.5, 3.13, 3.16, 4.4, 7.12)

bursaries under the Dr Steevens’ Scholarships

Scholarship programme by the

have been given the

a clinical fellowship abroad in an area of practice where specialist

a cohort of trainees to have


March, 2016

access to international centres of excellence where new, exciting advancements in patient care

have developed; often these practices and procedures are unavailable in Ireland.

After due consideration by the expert assessment panel

following outstanding candidates (in alphabetical order):

• Dr Helen Heneghan, SpR in General Surgery will

specialty of Bariatric Surgery in Chester, UK, from July 2016.

• Dr Eric Kelleher, SR in Psychiat

unexplained neurological symptoms at the National Hospital for Neurology and Neurosurgery,

Queen Square, London.

• Dr. Sonia Manning, SpR in Ophthalmology at the University Hospital Waterford, has

accepted a Vitreoretinal Surgery Fellowship at the Rotterdam Eye Hospital, Rotterdam,

Netherlands, under the supervision of Professor Jan C. van Meurs, incoming President of

Euretina.

• Dr Karl Neff, SpR in Endocrinology and Diabetes, will be undertaking a

Advanced Obesity and Bariatric Care at King’s College London.

The following two HSE doctors (in alphabetical order) were awarded a bursary:

• Dr. James O’Byrne, SpR in Clinical/Biochemical Genetics, will be undertaking a fellowship in

the Diagnosis and Management of Treatable Genetic Disorders causing Intellectual Disability

at the University of British Columbia in Vancouver, Canada.

• Dr Patrick Stapleton, SpR in Medical Microbiology will be undertaking a

in paediatric microbiology at the Hospital for Sick Children in Toronto.

A broad range of specialities

Scholarship and Bursary programme. Prof McGovern

success in the coming year and

patients in coming years.

March, 2016



After due consideration by the expert assessment panel, four Scholarships were

following outstanding candidates (in alphabetical order):

SpR in General Surgery will undertake a clinical fellowship in the

specialty of Bariatric Surgery in Chester, UK, from July 2016.

, SR in Psychiatry, will undertake a Fellowship in Neuropsychiatry including


, SpR in Ophthalmology at the University Hospital Waterford, has



SpR in Endocrinology and Diabetes, will be undertaking a fellowship in

Advanced Obesity and Bariatric Care at King’s College London.

HSE doctors (in alphabetical order) were awarded a bursary:

, SpR in Clinical/Biochemical Genetics, will be undertaking a fellowship in

agnosis and Management of Treatable Genetic Disorders causing Intellectual Disability

at the University of British Columbia in Vancouver, Canada.

, SpR in Medical Microbiology will be undertaking a one year Fellowship

microbiology at the Hospital for Sick Children in Toronto.

A broad range of specialities are represented in this year’s intake to the Dr Richard Steevens’

Scholarship and Bursary programme. Prof McGovern has wished all the participants every

e coming year and looks forward to their valuable contribution to the care of HSE



four Scholarships were awarded to the

undertake a clinical fellowship in the

ry, will undertake a Fellowship in Neuropsychiatry including


, SpR in Ophthalmology at the University Hospital Waterford, has



fellowship in

HSE doctors (in alphabetical order) were awarded a bursary:

, SpR in Clinical/Biochemical Genetics, will be undertaking a fellowship in

agnosis and Management of Treatable Genetic Disorders causing Intellectual Disability

one year Fellowship

represented in this year’s intake to the Dr Richard Steevens’

wished all the participants every

forward to their valuable contribution to the care of HSE


March, 2016

Development of an Integrated Strategic Workforce Planning Framework for the Health Sector


Context

In preparation for participation in the Doh/HSE project to develop the

Workforce Planning Framework for the health sector,

Plan, the Workforce Planning Analytics and Informatics un

a series of Workforce Planning workshops on the 24

workshop were drawn from Clinical Programmes, the Acute Division, Health and Well Being

Division, HR Directorate, Office of the Nursing and Midwifery Services Director, Systems Reform

Group and the HR Future Leaders Progr

The focus of this inaugural workshop was to gain an appreciation of the “as is” situation and to

inform the development of the HSE’s operational and strategic workforce planning proposals,

guided by the relevant work streams in the People Strategy,

Priority 5 Evidence and Knowledge.

Presentations were made on current WFP projects which had their origins in organisational

restructuring, expert reports on adverse incidents, WFP models, and patient

pathways/workload. The presentations covered workforce planning initiatives in Mental Health

Division, Health Promotion and Improvement, National Ambulance Service, NCCP Oncology

Project, Medical Workforce (NDTP unit), Midwifery, ED Nurse workforce and Clinical Redesign

and Workload Measurement: (CReW) OT Services in Beaumont.

The workshop objectives were:

A. To identify the workforce planning learning from these projects in terms of workforce

planning processes and models, technical know

usable workforce data and analytics

B. To discuss how this learning could be of benefit in the development of internal resources,

structures and skills

C. To discuss how this learning could influence the development of the National Integrated

Strategic Workforce Planning Framework for the health sector

Further workshops are planned for April and May

Induction Guidelines & Employee Handbook (

A revised and up-to-date HSE Induction guide and Employee Handbook are at the f

sign off and are planned to be launched before the end of

documentation will give a fresh perspective and act as a useful set of guides to assist with

PRIORITY 4 WORKFORCE PLANNING

March, 2016


In preparation for participation in the Doh/HSE project to develop the

Workforce Planning Framework for the health sector, as outlined in the 2016 National Service

Plan, the Workforce Planning Analytics and Informatics unit in the HR Directorate ran the first in

a series of Workforce Planning workshops on the 24th

February. The participants at the



Group and the HR Future Leaders Programme.



guided by the relevant work streams in the People Strategy, Priority 4 Workforce Planning and

Priority 5 Evidence and Knowledge.



he presentations covered workforce planning initiatives in Mental Health



orkload Measurement: (CReW) OT Services in Beaumont.

The workshop objectives were:

To identify the workforce planning learning from these projects in terms of workforce

planning processes and models, technical know-how, and the availability and accessibil

usable workforce data and analytics

To discuss how this learning could be of benefit in the development of internal resources,

To discuss how this learning could influence the development of the National Integrated

Workforce Planning Framework for the health sector

Further workshops are planned for April and May.

Induction Guidelines & Employee Handbook (Priority Actions 4.9, 8.8, 1.15

date HSE Induction guide and Employee Handbook are at the f

sign off and are planned to be launched before the end of Quarter 2


WORKFORCE PLANNING


In preparation for participation in the Doh/HSE project to develop the Integrated Strategic

as outlined in the 2016 National Service

it in the HR Directorate ran the first in

February. The participants at the





Priority 4 Workforce Planning and



he presentations covered workforce planning initiatives in Mental Health



To identify the workforce planning learning from these projects in terms of workforce

how, and the availability and accessibility of

To discuss how this learning could be of benefit in the development of internal resources,

To discuss how this learning could influence the development of the National Integrated

Priority Actions 4.9, 8.8, 1.15)

date HSE Induction guide and Employee Handbook are at the final stages of

Quarter 2. The revised



March, 2016

inducting and on-boarding new employees as well as providing a usef

employees. These documents will be also available via HSEland.

Graduate Scheme (Priority Action 4.4

Within the HSE’s National Service Plan 2016, a new Graduate Internship Scheme has been

highlighted. The new scheme intends to bring (to HR services initially), an opportunity for the

organisation to use the recently honed skills of small group of graduates

of the People Strategy. The Graduates are being engaged for a period of 12 months and will

have a practical and experiential learning experience in both corporate and local HR

environments. The interns will be located in Dublin,

HR Consultant Recruitment Group

Introduction

In December 2015 the Director General of the Health Service Executive (HSE) requested Prof.

Frank Keane, National Clinical Lead Surgery to lead a pr

associated with the creation and approval of Consultant posts and successful recruitment to

such posts. A working group ha been established with

Consultant recruitment and retention

reduction of agency costs. Noting that the Labour Relations Commission proposals of 7

2015 relating to a new Career and Pay Structure for Consultants

that there is limited potential for further movement on Consultant salaries,

focused on the need to address the operational and administrative barriers to successful

Consultant recruitment and retention by addressing the following:

• Ensuring applications for

national policies and submitted in a timely manner (particularly for replacement posts);

• Processing of applications for Consultant posts by HSE National Doctors Training

Planning;

• Delays in progressing Consultant posts to advertisement once approved;

• Explore the possibility of developing a framework for assessing candidate availability for

Consultant posts;

• The development of a protocol setting out the required supports to be available to

newly-appointed Consultants;

• Assess existing, advertised vacant Consultant posts with a particular focus on

mechanisms to access and attract graduates of Irish training schemes and standard

setting for the Consultant post application process.

• Prof. Frank Keane, Clinical Lead Surgery and Chair,

• Rosarii Mannion, National Hr Director HSE

• Andrew Condon, Medical Workforce Lead, HSE HR

• Prof. Garry Courtney, Clinical Lead Medicine,

• Prof. John Crowe, Chair, Forum of Postgraduate Training Bodies

• Adrienne Doherty, Wor

• Mary Doran, HSE National Recruitment Service

March, 2016

boarding new employees as well as providing a useful resource for existing

employees. These documents will be also available via HSEland.




organisation to use the recently honed skills of small group of graduates, to assist in the roll out



environments. The interns will be located in Dublin, Cork and Galway for the first phase.

HR Consultant Recruitment Group (Priority Action 4.9 )


Frank Keane, National Clinical Lead Surgery to lead a process to address a range of issues


A working group ha been established with emphasis on the fact

Consultant recruitment and retention is key to the delivery and development of services and

reduction of agency costs. Noting that the Labour Relations Commission proposals of 7

2015 relating to a new Career and Pay Structure for Consultants are being implemented and

mited potential for further movement on Consultant salaries,

the need to address the operational and administrative barriers to successful

Consultant recruitment and retention by addressing the following:

Ensuring applications for Consultant posts are comprehensive, compliant with relevant


Processing of applications for Consultant posts by HSE National Doctors Training

progressing Consultant posts to advertisement once approved;

Explore the possibility of developing a framework for assessing candidate availability for

The development of a protocol setting out the required supports to be available to

appointed Consultants;

Assess existing, advertised vacant Consultant posts with a particular focus on

mechanisms to access and attract graduates of Irish training schemes and standard

setting for the Consultant post application process.

ne, Clinical Lead Surgery and Chair,

Rosarii Mannion, National Hr Director HSE

Andrew Condon, Medical Workforce Lead, HSE HR

Prof. Garry Courtney, Clinical Lead Medicine,

Prof. John Crowe, Chair, Forum of Postgraduate Training Bodies

Adrienne Doherty, Workforce Planner, HSE Mental Health Division

Mary Doran, HSE National Recruitment Service

ul resource for existing



, to assist in the roll out



Cork and Galway for the first phase.


ocess to address a range of issues


on the fact that successful

key to the delivery and development of services and

reduction of agency costs. Noting that the Labour Relations Commission proposals of 7th

January

being implemented and

mited potential for further movement on Consultant salaries, the Group are

the need to address the operational and administrative barriers to successful

Consultant posts are comprehensive, compliant with relevant


Processing of applications for Consultant posts by HSE National Doctors Training

progressing Consultant posts to advertisement once approved;

Explore the possibility of developing a framework for assessing candidate availability for

The development of a protocol setting out the required supports to be available to

Assess existing, advertised vacant Consultant posts with a particular focus on

mechanisms to access and attract graduates of Irish training schemes and standard-


March, 2016

• Angela Fitzgerald, Deputy National Director, HSE Acute Hospitals Division

• Dr Colm Henry, National Clinical Advisor & Group Lead Acute Hospitals

• Barry Holmes, Direct

• James Keane, General Manager, Portiuncula Hospital Ballinasloe

• Yvette Keating, HR Manager,

• Dr Siobhan Kennelly, Clinical Lead Older persons.

• Rosarii Mannion, National Director HSE HR

• Margaret McCabe, Public Appointments Service

• Dr Gerard McCarthy, Clinical Lead Emergency Medicine,

• Catriona McConnellogue, Communications Lead, HSE HR

• Prof. Eilis McGovern, Director of National Doctors Training & Planning

• Dr John Murphy, Clinical Lead Neonatology,

• Mr Kevin O’Malley, Group Clinical Director, Ireland East Hospital Group

• Yvonne O’Neill, Assistant National Director, HSE Mental Health Division

• Prof. Alf Nicholson, Clinical Lead Paediatrics,

• Dr Margo Wrigley, National Clinical Advisor & Group Lead Mental

and an Executive Group established, including:

• Prof. Frank Keane, Clinical Lead Surgery and Chair,

• Rosarii Mannion, National HR Director HSE

• Andrew Condon, Medical Workforce Lead, HSE HR

• Dr Colm Henry, National Clinical Advisor & Group Lead Acute H

• Barry Holmes, Director of Human Resources, RCSI

• Yvette Keating, HR Manager,

• Catriona McConnellogue, Communications Lead, HSE HR

• Prof. Eilis McGovern, Director of National Doctors Training & Planning

• Mr Kevin O’Malley, Grou

• Dr Margo Wrigley, National Clinical Advisor & Group Lead Mental Health

It is hoped the initial work of the Group will conclude in July whilst the next meeting is

scheduled for 5th

April, 2016.

March, 2016

Angela Fitzgerald, Deputy National Director, HSE Acute Hospitals Division

Dr Colm Henry, National Clinical Advisor & Group Lead Acute Hospitals

Barry Holmes, Director of Human Resources, RCSI

James Keane, General Manager, Portiuncula Hospital Ballinasloe

Yvette Keating, HR Manager, Staff Health & Wellbeing

Dr Siobhan Kennelly, Clinical Lead Older persons.

Rosarii Mannion, National Director HSE HR

Public Appointments Service

Dr Gerard McCarthy, Clinical Lead Emergency Medicine,

Catriona McConnellogue, Communications Lead, HSE HR

Prof. Eilis McGovern, Director of National Doctors Training & Planning

Dr John Murphy, Clinical Lead Neonatology,

Kevin O’Malley, Group Clinical Director, Ireland East Hospital Group

Yvonne O’Neill, Assistant National Director, HSE Mental Health Division

Prof. Alf Nicholson, Clinical Lead Paediatrics,

Dr Margo Wrigley, National Clinical Advisor & Group Lead Mental Health

and an Executive Group established, including:

Prof. Frank Keane, Clinical Lead Surgery and Chair,

Rosarii Mannion, National HR Director HSE

Andrew Condon, Medical Workforce Lead, HSE HR


Barry Holmes, Director of Human Resources, RCSI

Yvette Keating, HR Manager, Staff Health & Wellbeing

Catriona McConnellogue, Communications Lead, HSE HR


Mr Kevin O’Malley, Group Clinical Director, Ireland East Hospital Group



April, 2016.

Angela Fitzgerald, Deputy National Director, HSE Acute Hospitals Division



Kevin O’Malley, Group Clinical Director, Ireland East Hospital Group

Yvonne O’Neill, Assistant National Director, HSE Mental Health Division

Health

ospitals


p Clinical Director, Ireland East Hospital Group




March, 2016

Service Employment Levels

Staff Group

Total Health Service

Staffing

Increase attributable to Student Nurse placements

Update on EWTD Compliance (

Some key points:

• The data deals with 4,464 NCHDs. Returns are awaited from: Mental Health: Louth Meath

MHS, North Dublin City CAMHS, Acute Hos

OLOL Drogheda, Louth County Hospital, Temple Street, OLCH Crumlin, Portiuncula,

Roscommon, Letterkenny and South Infirmary / Victoria Hospital.

• Compliance with a maximum 48 hour week is at 82% as of end

January. Additional returns may reduce this figure;

• Compliance with 30 minute breaks is at 98%

• Compliance with weekly / fortnightly rest is at 99%

• Compliance with a maximum 24 hou

January;

• Compliance with a daily 11 hour rest period is at 97%

closely linked to the 24 hour shift compliance above.

• Update on EWTD compliance for February attached at

Attendance Management –

PRIORITY 5 EVIDENCE & KNOWLEDGE

March, 2016

Service Employment Levels - February, 2016 (Priority Action 5.1 – 5.13)

WTE Jan

2016

WTE Feb

2016

change since Jan

2016

Total Health Service 104,160 +104,771 +611

Student Nurse placements and service development posts.

Update on EWTD Compliance (Priority Action 5.1, 5.8)

The data deals with 4,464 NCHDs. Returns are awaited from: Mental Health: Louth Meath

MHS, North Dublin City CAMHS, Acute Hospitals: St Vincent’s University Hospital, Cappagh,


Roscommon, Letterkenny and South Infirmary / Victoria Hospital.

Compliance with a maximum 48 hour week is at 82% as of end February

January. Additional returns may reduce this figure;

Compliance with 30 minute breaks is at 98% - down 2% since January;

Compliance with weekly / fortnightly rest is at 99% - unchanged from January;

Compliance with a maximum 24 hour shift (not an EWTD target) is at 96%

Compliance with a daily 11 hour rest period is at 97% - unchanged since January. This is

closely linked to the 24 hour shift compliance above.

Update on EWTD compliance for February attached at Appendix 1.

– January, 2016 (Priority Action 5.6)

EVIDENCE & KNOWLEDGE

change since Jan

and service development posts.

The data deals with 4,464 NCHDs. Returns are awaited from: Mental Health: Louth Meath

pitals: St Vincent’s University Hospital, Cappagh,


February – up 2% since

unchanged from January;

r shift (not an EWTD target) is at 96% - up 1% since

unchanged since January. This is


March, 2016

• The January rate at 5.01%,

December 2015 rate of

5.19% (2010), 5.12% (2011), 5.16% (2012), 5.22% (2013) 4.84% (2014) and 4.51% (2015). It

would appear that the changes in the paid sick leave scheme which came into effect from

the 31st March 2014 are

management, and is building on the general downward trend seen in recent years due to

continuing management and staff focus on the issue.

• January monthly rate is traditionally one of the highest

reported higher rates of influenza across the general population in the early part of 2016

may be a factor also.

Service/ Staff Category

YTD [Jan 2016]

Medical

/Dental

Nursing

Acute Services 0.95% 5.23%

Mental Health 2.25% 5.43%

Primary Care 3.41% 5.05%

Social Care 1.67% 6.45%

Health & Wellbeing 0.21% 0.74%

Ambulance Services 0.00% 0.00%

Corporate & HBS 3.36% 2.20%

Total 1.33% 5.47%

Certified 81.02% 85.04%

March, 2016

5.01%, the third lowest January rate on record,

December 2015 rate of 4.42%. Previous January rates were 6.89% (2008), 5.96% (2009),

5.19% (2010), 5.12% (2011), 5.16% (2012), 5.22% (2013) 4.84% (2014) and 4.51% (2015). It


the 31st March 2014 are having a measurable positive effect in recorded

, and is building on the general downward trend seen in recent years due to

continuing management and staff focus on the issue.

y rate is traditionally one of the highest of the year and in this instance


Nursing

Health & Social

Care Professionals

Management

Admin

General

Support Staff

5.23% 3.42% 4.80% 5.52%

5.43% 5.15% 4.47% 5.84%

5.05% 3.98% 5.51% 4.62%

6.45% 4.41% 3.67% 5.55%

0.74% 5.46% 5.53% 1.85%

0.00% 0.00% 5.95% 26.38%

2.20% 1.22% 4.36% 5.10%

5.47% 3.97% 4.85% 5.56%

85.04% 83.58% 88.70% 88.51%

and is up from the

Previous January rates were 6.89% (2008), 5.96% (2009),

5.19% (2010), 5.12% (2011), 5.16% (2012), 5.22% (2013) 4.84% (2014) and 4.51% (2015). It


having a measurable positive effect in recorded attendance

, and is building on the general downward trend seen in recent years due to

of the year and in this instance


Other &

Client Care

Total

Certified

7.52% 4.62% 85.64%

4.22% 5.14% 86.40%

6.95% 4.86% 90.78%

5.83% 5.60% 86.14%

5.80% 5.06% 87.42%

5.27% 8.47% 93.06%

0.45% 4.43% 74.92%

6.10% 5.01% 86.35%

86.74% 86.35%


March, 2016

Performance Achievement

A series of HR hosted workshops on Performance Achievement took place on the 29

and 31st

March. This is aligned to Priority 6.4 of the People Strategy 2015

to “implement and roll-out a revised, redesigned performance management system that is

supported and developmentally based”.

is to commence the process of redesigning and simplifying the performance management

system with a clear focus on performance achievement.

PA process will be a co-sponsored and joint union/management initiative.

National Investigation Unit update (

Working Group

The Human Resources National Investigation Working Group meeting was held on the 1

2016 and focused on the following :

• Draft Guidelines on Establishing and Conducting Human Resources Investigation Teams

• Appendices to Draft Guidelines on Establishing and Conducting Human Resources

Investigation Teams

• Final details on Investiga

• Trade Union participation for shortlisting new investigators

• National Pre-Screening Investigation Document

• National Investigation Advocacy Committee

• Draft Human Resources Investigation Process Flow

• Mediation improvements and organisational shared learning

National Panel of Mediators meeting

• Human Resources Investigators Listening Sessions 21st March 2016

• Human Resources Investigators

• Human Resources National Investigation Unit

• Dedicated Investigators Proposal

Shortlisting of New Applications for Trainee Workplace Investigators

On 7th

and 8th

March 2016 a joint management and Union panel shortlisted all applications for

the Human Resources Workplace Investigator Training. The final number of new applications

shortlisted was 83. These applicants have all been notified they have been selected

which is hoped to be delivered in June 2016. All 83 staff together with 40 staff from the current

National Panel will undergo the updated training programme for Human Resources Workplace

Investigators. This new training plan will consist of

• Phase 1:- Training in Communication Skills, Critical Thinking Skills and Interviewing Skills

PRIORITY 6 PERFORMANCE

March, 2016

Performance Achievement (Priority Action 6.4)

workshops on Performance Achievement took place on the 29

March. This is aligned to Priority 6.4 of the People Strategy 2015 –

out a revised, redesigned performance management system that is

rted and developmentally based”. The focus of the engagement /consultation


system with a clear focus on performance achievement. The roll out and measurement o

sponsored and joint union/management initiative.

National Investigation Unit update (Priority Action 6.6)

The Human Resources National Investigation Working Group meeting was held on the 1

2016 and focused on the following :-

Draft Guidelines on Establishing and Conducting Human Resources Investigation Teams

Appendices to Draft Guidelines on Establishing and Conducting Human Resources

Final details on Investigators (new applicants and current list)

Trade Union participation for shortlisting new investigators

Screening Investigation Document

National Investigation Advocacy Committee

Draft Human Resources Investigation Process Flow

ents and organisational shared learning – Update from December 2015

National Panel of Mediators meeting

Human Resources Investigators Listening Sessions 21st March 2016

Human Resources Investigators – Accreditation and Regulatory Body

nal Investigation Unit – Online Project

Dedicated Investigators Proposal

Shortlisting of New Applications for Trainee Workplace Investigators



shortlisted was 83. These applicants have all been notified they have been selected



Investigators. This new training plan will consist of the following:

Training in Communication Skills, Critical Thinking Skills and Interviewing Skills

PERFORMANCE

workshops on Performance Achievement took place on the 29th

March

2018 which commits

out a revised, redesigned performance management system that is

engagement /consultation workshops


The roll out and measurement of the

The Human Resources National Investigation Working Group meeting was held on the 1st

March

Draft Guidelines on Establishing and Conducting Human Resources Investigation Teams

Appendices to Draft Guidelines on Establishing and Conducting Human Resources

Update from December 2015



shortlisted was 83. These applicants have all been notified they have been selected for training,



Training in Communication Skills, Critical Thinking Skills and Interviewing Skills


March, 2016

• Phase 2: - Investigator Training delivered by a Barrister at Law

• Phase 3:- Investigator Mentoring Programme

a Barrister at Law and attending specific cases in the High Court and Central Criminal Court. This

will provide greater learning for each investigator and broaden their investigating knowledge

base. It is hoped that investigators can attend in

conducted on completion of each sitting.

National Human Resources

A nomination has been received from the HSE National Advocacy Unit to lead in this area.

Alternative Dispute Resolution Section

Following discussion at recent Working Group it was agreed that focus on ADR will be a critical

success factor for the National HR Investigations Unit. Existing resources will migrate to the ADR

Section within the national Inv

and mediation. It was felt this Section will have the greatest impact in positively contributing to

Dispute Resolution within the HSE and it was agreed that the following would be recruite

redeployed to the Section on a Pilot basis:

• 2 Fulltime Coach’s

• 2 Fulltime Facilitators

• 2 Fulltime Mediators

Advanced Investigator Role

An Advanced Investigator role has been agreed. Each Human Resources investigation will be

dealt with by two investigators and an Advanced Investigator. This will allow the investigation

team to link in with the appointed Advanced Investigator whilst conducting the investigation.

The Advanced Investigator will not have a role in conducting the investigation. When th

report is completed this will be sent to the Advanced Investigator for Audit and sign off

purposes before being sent to the Investigation Commissioner. The Advanced Investigator role

will also contain a research and best practice element.

Organisational Chart

An organisation Chart is attached in relation to the Human Resources National Investigations

Unit structure.

March, 2016

Investigator Training delivered by a Barrister at Law

Investigator Mentoring Programme – this will involve each investigator



base. It is hoped that investigators can attend in Groups of 4 or 5 and reflective practice will be

conducted on completion of each sitting.

National Human Resources Investigations Unit - Advocacy Group


e Dispute Resolution Section



Section within the national Investigations Unit with key areas of focus on coaching, facilitation


Dispute Resolution within the HSE and it was agreed that the following would be recruite

redeployed to the Section on a Pilot basis:

Advanced Investigator Role


igators and an Advanced Investigator. This will allow the investigation


The Advanced Investigator will not have a role in conducting the investigation. When th



will also contain a research and best practice element.


this will involve each investigator shadowing



Groups of 4 or 5 and reflective practice will be




estigations Unit with key areas of focus on coaching, facilitation


Dispute Resolution within the HSE and it was agreed that the following would be recruited or


igators and an Advanced Investigator. This will allow the investigation


The Advanced Investigator will not have a role in conducting the investigation. When the draft





March, 2016


Human Resources National Investigations Unit

Dedicated Investigator Proposal

A proposal has been made for Dedicated Investigators in each

Health Organisation. This proposal was agreed at the last Working Group Meeting. The

following dedicated Investigators was agreed:

• 2 Dedicated Investigators from each Community Health Organisation

• 3 Dedicated Investigators fr

The Dedicated Investigators would be conducting investigations on a full time basis and this

would develop a strong competency in conducting investigations. A Dedicated Investigator

proposal is also been made by the Quality and Verif

National Panel would then work with these Dedicated Investigators conducting investigations.

This proposal will now be put to the Chief Officers and Chief Executive Officers for their

approval.

Human Resources National Investigations Unit

A meeting has been planned with the State Claims Agency in April 2016 to ascertain if the

National Incident Management and Information System (NIMIS) is suitable for Human

Resources investigation work. A Hu

on this project.

March, 2016


Draft Private and Confidential

Investigations Section

Hospital Trust = 3 per Trust

Information/Customer Relations Section

Audit Sectionrecommendations made in

relation to Human Resources

Alternative Dispute Resolution Section

Dedicated Investigator Proposal

A proposal has been made for Dedicated Investigators in each Hospital Trust and Community


following dedicated Investigators was agreed:

2 Dedicated Investigators from each Community Health Organisation

3 Dedicated Investigators from each Hospital Trust



proposal is also been made by the Quality and Verification Division. The staff trained on the



es National Investigations Unit – online project



Resources investigation work. A Human Resources Future Leader has been appointed to work


10

Dedicated Investigators

CHO = 2 per CHO area

Hospital Trust = 3 per Trust

On-line Complaint system

Conduct Audits of all recommendations made in

relation to Human Resources Investigations Reports

Full Time

Coach’s x 2

Facilitators x 2

Mediators x 2

Hospital Trust and Community


2 Dedicated Investigators from each Community Health Organisation



ication Division. The staff trained on the





man Resources Future Leader has been appointed to work


March, 2016

• The “as is” process in relation to complaints handling

• Mapping the “as is” to the “to be” design phase of the system

• Development of the National Human Resources on

• Development of a Training Plan

• System Implementation

Engagement and feedback

An extremely positive meeting was held with the HSE Employee Relations Managers on 15

March 2016. Significant input and guidance was received on the day and it was agreed to

progress this positive initiative. The Employee Relations Managers agreed the Draft Guidelines

for Establishing and Conducting Human Resources Investigations, togeth

was a positive step forward for the Human Resources National Investigations Unit. There will be

further engagement with the HSE Employee Relations Managers.

Human Resources Human Resources Investigator Listening sessions

Listening Sessions were held on 21

current National Panel. This was the first time the group of existing investigators had met. As

part of the Continuous Professional Development (CPD) for Human Resource

there will be three CPD Sessions each year.

A significant amount of research and information was received on the day in relation to their

experiences over the last number of years conducting investigations on behalf of Human

Resources. This information will frame a work

Investigations Unit in future months.

Further Information/Ideas

If you wish to contribute any ideas/suggestions, or are interested in this area and have any

feedback, we would like to hear from you. Please email:

Preventative measures in relation to Bullying and Harassment (

A joint management / union working group is working towards a tabulated description and sign

posting of supports available to staff and managers on preventative measures in relation to

bullying, harassment and sexual harassment.

Excellence through People Accreditation for HR Service (

Work continues across the Division with each Workin

2016.

Awaiting F

March, 2016

The “as is” process in relation to complaints handling

Mapping the “as is” to the “to be” design phase of the system

Development of the National Human Resources on-line complaint form

Development of a Training Plan

Engagement and feedback - Employee Relations Managers

An extremely positive meeting was held with the HSE Employee Relations Managers on 15



for Establishing and Conducting Human Resources Investigations, together with the Appendices,


further engagement with the HSE Employee Relations Managers.

Human Resources Human Resources Investigator Listening sessions

g Sessions were held on 21st

March 2016 with all Human Resources Investigators on the


part of the Continuous Professional Development (CPD) for Human Resource

there will be three CPD Sessions each year.



Resources. This information will frame a work-plan for the Human Resourc

Investigations Unit in future months.


feedback, we would like to hear from you. Please email: [email protected]

Preventative measures in relation to Bullying and Harassment (Priority Action 6.10

A joint management / union working group is working towards a tabulated description and sign

supports available to staff and managers on preventative measures in relation to

bullying, harassment and sexual harassment.

Excellence through People Accreditation for HR Service (Priority Action 8.12

Work continues across the Division with each Working Group preparing for initial audit in April

An extremely positive meeting was held with the HSE Employee Relations Managers on 15th



er with the Appendices,


March 2016 with all Human Resources Investigators on the


part of the Continuous Professional Development (CPD) for Human Resources Investigators



plan for the Human Resources National


[email protected]


A joint management / union working group is working towards a tabulated description and sign-

supports available to staff and managers on preventative measures in relation to


g Group preparing for initial audit in April


March, 2016

Review of the Public Service Sick Leave Scheme (ERAS Team) (

As part of the Department of Public Expenditure and Reform’s Review of the Public Service Sick

Leave Scheme which is currently underway, DPER is engaging with a range of stakeholders in

order to gather their views on the operation of the new scheme. The h

represented at these discussions by CERS and Department of Health. DPER has also met with

ICTU, which represents the majority of public servants, in order to give an overview of the scope

and timing of the review, the main issues as seen b

with how the scheme is operating to be raised.

The Sick Leave Review comprises 3 distinct phases:

� Identification of Issues (Phase 1)

� Options analysis (Phase 2)

As part of phase 2, data was coll

preferred options.

� To Be finalised

DPER have now completed phase 1 and 2 of the Review and have commenced phase 3. A

workshop will be held on Tuesday 5th April, to discuss T

be to explore and seek agreement on the desired future state of TRR.

Further meeting(s) under Phase 3 will take place to examine the desired future state of the

following elements of the Scheme: the four

second tier issues.

Emergency Department

The process of implementing the provisions of the WRC brokered agreement with regard to

nursing staff has been commenced. This process involves the advertising for CNM1 at

level, and national advertisements for assistant directors of nursing dedicated to ED

Departments, to assist directly in “patient flow”.

Health and Safety measures and extension of no fault insurance to nursing staff working in ED

Departments are also being progressed. A national implementation group involving

representatives from the INMO, DOH and HSE has been established and is meeting on a weekly

basis to monitor progress in respect of the implementation of the measures agreed.

Additionally, the review process built into the agreement at the WRC, to take place one month

after agreement under proposals took place in mid

resolved are the issue of the undertaking of a review of staffing and s

PRIORITY 7 PARTNERING

March, 2016

Review of the Public Service Sick Leave Scheme (ERAS Team) (Priority Action 7.9



order to gather their views on the operation of the new scheme. The h



and timing of the review, the main issues as seen by DPER, and to allow any concerns/ issues

with how the scheme is operating to be raised.

The Sick Leave Review comprises 3 distinct phases:

(Phase 1)

(Phase 2)

As part of phase 2, data was collected from each sector to inform the DPER analysis of

(Phase 3)


workshop will be held on Tuesday 5th April, to discuss TRR. The purpose of the workshop will

be to explore and seek agreement on the desired future state of TRR.


following elements of the Scheme: the four-year “Look Back”, Critical Illness Protocol (CIP) and


nursing staff has been commenced. This process involves the advertising for CNM1 at


Departments, to assist directly in “patient flow”.


so being progressed. A national implementation group involving




after agreement under proposals took place in mid-March, among the items that remain to be

resolved are the issue of the undertaking of a review of staffing and skill mix levels in each

PARTNERING




order to gather their views on the operation of the new scheme. The health sector is



y DPER, and to allow any concerns/ issues

ected from each sector to inform the DPER analysis of


RR. The purpose of the workshop will


ck”, Critical Illness Protocol (CIP) and


nursing staff has been commenced. This process involves the advertising for CNM1 at local



so being progressed. A national implementation group involving




March, among the items that remain to be

kill mix levels in each


March, 2016

department, on a similar basis to take which has recently been undertaken in Acute Surgical and

Medical Units.

This review forum is scheduled to meet again on April 15

Local engagement at Hospital and Group level are continuin

with other unions on February 4

Task Transfer

The process of commencing the roll out of the provisions of the task transfer agreement has

been commenced. The first element involved is the establishment of local

groups, which will be tasked with ensuring that the necessary level of training at local level is

put in place as a matter of priority, thus facilitating the transfer of tasks at each individual

location, as early as possible.

The national implementation group which will be involved in monitoring and verifying progress

will be commencing its work over the next few weeks and will involve visits to all locations

which are involved in the process.

Ambulance issues

A number of issues that are cu

cause potential industrial relations unrest in the period immediately ahead. These relate to

a) Capacity Review Report

b) Labour Court recommendation regarding ICV

c) Matters related to Annualised Hour

It is intended to hold early meetings with SIPTU in an attempt to address these ongoing matters

within procedures.

Job Evaluation

The Lansdowne Road Agreement provides for negotiations on the reestablishment of the Job

Evaluation exercise for particular grades. Negotiations

advanced stage, however, no agreement has been concluded

Regularisation

The regularisation process under the aegis of Mr. John Doherty is continuing, it is expected that

the process will be concluded mid

Radiography Issues

A process to review elements across radiography services subsequent to the implementation of

LCR 20232, (December 2011) has been initiated.

This exercise will look at the impact of services outside the normal hours and will examine the

scope for extending services, now that the hospital groups are bedding down. It should be

noted, however, that any such extension will have to be looked at in t

issue that would arise in light of same.

March, 2016


This review forum is scheduled to meet again on April 15th

.

Local engagement at Hospital and Group level are continuing, as is the Parallel Process agreed

with other unions on February 4th

.


been commenced. The first element involved is the establishment of local



location, as early as possible.

mplementation group which will be involved in monitoring and verifying progress


which are involved in the process.

A number of issues that are currently arising in the ambulance service have the capacity to


Labour Court recommendation regarding ICV

Matters related to Annualised Hours implementation.



ise for particular grades. Negotiations regarding same are currently at an

advanced stage, however, no agreement has been concluded to date.


the process will be concluded mid- May.


LCR 20232, (December 2011) has been initiated.



noted, however, that any such extension will have to be looked at in the context of any resource

issue that would arise in light of same. This process is expected to be concluded by June 30


g, as is the Parallel Process agreed


been commenced. The first element involved is the establishment of local implementation



mplementation group which will be involved in monitoring and verifying progress


rrently arising in the ambulance service have the capacity to




same are currently at an





he context of any resource

This process is expected to be concluded by June 30th

.


March, 2016

Community Healthcare Structures

The interview process for heads of discipline in Social Care, Primary Care, Health and Wellbeing

and Mental Health, in each of the 9 Allied Healthcare Organisations have concluded in recent

times. Engagement involving all parties with regards to finalisation of the process for the filling

of the posts in HR and Finance are continuing.

Joint Information and Consultation Forum (

The JICF is a Forum for consultation and engagement with Staff Associations on change issues of

organisational and staff significance. Dates for remainder of 2016 are as follows:

April, Friday 1st

July and Thursday 20

Medical Council

HR have commenced very useful discussions with the Medical Council around jointly pursuing

agenda items where matters are of mutual interest

March, 2016

Community Healthcare Structures




of the posts in HR and Finance are continuing.

ion and Consultation Forum (Priority Action 7.8)


organisational and staff significance. Dates for remainder of 2016 are as follows:

Thursday 20th

October.


agenda items where matters are of mutual interest.





organisational and staff significance. Dates for remainder of 2016 are as follows: Thursday 14th



March, 2016

NDTP to launch next version of the National Employment Record on 1

Action 8.1)

National Doctors Training and Planning

Employment Record (NER) to all NCHDs and Medical HR Departments na

version of NER scheduled to go live on 1st of April

NDTP delivered further traini

Training Schemes and Mental Health services

Mullingar, Dublin and Sligo.

Listening to the users of the system and incorporating the feedb

and roll out period has been invaluable to NDTP as we work with our colleagues in OoCIO and

the software developer to enhance NER’s functionality.

Making NER user friendly for NCHDs is a priority for NDTP so

functionality such as using a smart device to upload documentation to the system will be

introduced. Further changes also include improved automated email reminders for both

Medical HR and NCHDs. The e

invaluable at local and national level providing stats/data which were previously not available.

This version of the system also includes a revised NER Hire Form, which will be accepted

nationally by all payroll departments fo

working closely with Medical Manpower Managers, HBS National Personnel Records and

National Payroll to ensure that the NER Hire Form will meet all of their requirements across

both HSE and Voluntary Hospital

Transition of Staff to HBS (Priority Action 8.6

The Health Services People Strategy 2015

design and create value, enhance people capacity and position HR to deliver Organisational

priorities. Objective 5 of the HBS Strategy committed to effective Resource Usage.

Specifically it is proposed that Personal

Recruitment/Re-deployment units previously aligned to regional areas in HSE West, South, DNE

and DML are now to be re

that there is a clear distinction between re

HR have formally met with IMPACT to progress these initiatives

Gorry and Paul Byrne will engage directly with staff affected by the proposal.

consultation and engagement will be adhered to.

This engagement commenced March 2016 in the former DNE and HSE West areas. HSE South

and DML will commence in the coming weeks.

PRIORITY 8 HUMAN RESOURCE PROFESSIONAL SERVICES

March, 2016

NDTP to launch next version of the National Employment Record on 1st

National Doctors Training and Planning (NDTP) are continuing to roll

Employment Record (NER) to all NCHDs and Medical HR Departments nationally, with the next

version of NER scheduled to go live on 1st of April 2016. In preparation for this, during

training sessions for those working in Medical HR across clinical sites, GP

mes and Mental Health services. These training sessions were held in Limerick,

Mullingar, Dublin and Sligo.

Listening to the users of the system and incorporating the feedback received during the pilot


ftware developer to enhance NER’s functionality.

Making NER user friendly for NCHDs is a priority for NDTP so in this new vers



The enhanced reports that will be available in the next version



nationally by all payroll departments for the July 2016 intake of NCHDs.



both HSE and Voluntary Hospitals/sites.


The Health Services People Strategy 2015 – 2018 provided under Section 8 committed HR to


ctive 5 of the HBS Strategy committed to effective Resource Usage.

Specifically it is proposed that Personal Personnel Administration (PA) and Pensions and

deployment units previously aligned to regional areas in HSE West, South, DNE

are now to be re-pointed to Health Business Services (HBS) HR.

that there is a clear distinction between re-pointing and re-location of services.

HR have formally met with IMPACT to progress these initiatives and have agreed that HR

engage directly with staff affected by the proposal.

consultation and engagement will be adhered to.


ce in the coming weeks.

HUMAN RESOURCE PROFESSIONAL SERVICES

st April 2016 (Priority

are continuing to roll-out the National

tionally, with the next

In preparation for this, during March

for those working in Medical HR across clinical sites, GP

essions were held in Limerick,

ack received during the pilot


in this new version, additional



in the next version will be



intake of NCHDs. NDTP have been



2018 provided under Section 8 committed HR to


ctive 5 of the HBS Strategy committed to effective Resource Usage.

Personnel Administration (PA) and Pensions and

deployment units previously aligned to regional areas in HSE West, South, DNE

pointed to Health Business Services (HBS) HR. It is acknowledged

location of services.

agreed that HR, Mary

engage directly with staff affected by the proposal. All obligations on



March, 2016

HR Circulars (Priority Action 8.8)

HR Circular 004/2016 – Labour

HR Circular 005/2016 – Revised Salary Scales for Student Nurses

HR Circular 006/2016 - English language

HR Circular 021/2012

All of the above Circulars are available on the

http://www.hse.ie/eng/staff/Resources/HR_Circulars/hrcircs2016.html

March, 2016


Labour Court Recommendation re Clinical Psychologists Pay

Revised Salary Scales for Student Nurses

English language requirements for NCHDs - in place of those in HSE

All of the above Circulars are available on the following link:

http://www.hse.ie/eng/staff/Resources/HR_Circulars/hrcircs2016.html

National Director Human Resource

Court Recommendation re Clinical Psychologists Pay

in place of those in HSE

Rosarii Mannion

National Director Human Resources

national hr report march 2016 - hse.ie · 2016. 4. 5. · diversity, equality and inclusion was...

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